Gallup has conducted a global meta-analysis based on nearly two million individuals. They identified strong correlations between the factors below and higher productivity, stronger business results, and lower staff turnover.
Basic needs: Practical conditions and clear expectations
Support from the manager: Confirmation, encouragement, and support in my development
Teamwork: Social security and a clear purpose that we work towards together
Development: Opportunity to develop
Deloitte is a heavy voice in the field of engagement. They summed up their insights after studying 11,000 respondents in a model they call "Simply Irresistible Organization". Their insights include the components below:
The American professor William Kahn was one of the first to study the emotional aspect of working. He highlighted three areas that make working more than "ok".
Meaning: that one makes an important contribution for a relevant purpose
Security: that one has confidence and support from colleagues
Ability: that one has good physical and mental conditions to work
In 1959, American psychologist Frederick Herzberg launched the "two-factor theory" also known as "Herzberg's motivational theory". The theory has since been referred to diligently. Broadly speaking, it is based on two sets of factors that affect employees:
Motivational factors: engaging tasks, appreciation, own responsibility, opportunity for development
Hygiene factors: salary, job security, work environment
Simple: The model should be easy to use in practice.
Flexible: People and organizations have different challenges, therefore it should be easy to go in-depth in the area where you need the most support.
Relevant: The model should be able to be applied to both individual teams and larger organizations and feel relevant regardless of how the business looks.